1. Build cohesion with common goals, and cohesion is productivity.
With a consistent goal, the project team can have a strong attraction to team members, thus ensuring that the measures of the project are implemented from top to bottom, ensuring that the individual strength within the project is in the same direction as the goal, avoiding the phenomenon of "internal friction" and greatly improving production efficiency.
2. Use employees' sense of ownership to form "cohesion".
Let employees realize that they are the owners of the enterprise, willing to pay attention to the development of the enterprise, willing to protect the enterprise, and even willing to pay everything for the enterprise.
3, rewards and punishments are clear, so that employees are "convinced".
More affirmation and praise of your employees, more affirmation and praise of your achievements and achievements will stimulate the enthusiasm of employees. Hire the most suitable employees, retain excellent employees, and always safeguard the dignity and self-esteem of employees.
4, explore the potential of employees (potential).
Fully tap the potential of employees, give play to their intelligence and creativity, and stimulate their curiosity. Provide opportunities for employees to communicate with each other, build a platform to share technology and experience, and establish a learning and training mechanism. Through these methods, the autonomy and enthusiasm of employees can be greatly improved. Let employees learn at work and enhance their work enthusiasm in learning.
5. Actively decentralize.
Through the distribution of power, more motivation is injected into the work of employees. Give employees autonomy, promote their work efficiency, and leave room for employees to play their creativity and autonomy. Strongly support the correct decisions made by employees.
6. Encourage moderate risk-taking.
Cultivating employees' risk awareness is a part of helping employees to cultivate entrepreneurial spirit in their work, which can arouse their enthusiasm for work. It is very important to support and encourage employees to take appropriate risks and reward their risk-taking behavior.
In short, it is to let every employee understand that only by working hard and making more money can we bring everything we want. It is what managers should do to arouse the enthusiasm of employees and finally make them motivated.
There are two ways to improve the enthusiasm of employees.
1, incentive factor: well done and rewarded.
2. Health factors: no penalty.
Among them, the incentive factor is the most important.
In addition, it is necessary to establish an open, just and fair management system in the team. Let employees feel fair and just.
Reward, encouragement and communication are indispensable.
These are just the first steps, but they are very necessary. If you want to know more comprehensively, you must look at human resource management and study comprehensively.
In the peak season, how to improve the enthusiasm of employees, employees are the direct creators of corporate wealth, and the enthusiasm of employees is directly related to the rise and fall of enterprises. Therefore, improving the enthusiasm of employees to achieve the steady development of enterprises is a realistic problem that every business operator must face. This problem seems simple, but it has always been difficult to solve. In actual management work, people pay too much attention to the leading and exemplary role of managers themselves, while ignoring the employees who are in direct contact with customers. No matter how competent a manager is, it is useless, because customers usually know the employees in front of them, not the supervisor. In the old concept, management usually manages a company, but in the new concept, employees should participate in decision-making and management. For example, there are many different styles of glasses frames in the shop. Why are some popular and best-selling, while others can't? So although managers are making decisions, in fact, the market reaction may not be like this. When employees face customers directly, they should be involved in decision-making, and managers only allocate resources, not be dominated by managers. The improvement of employees' enthusiasm depends not only on ensuring that employees have something to do, but also on getting paid, and its methods and measures should also keep pace with the times. I think we must do the following:
First, formulate feasible business objectives:
Goals are both direction and motivation. Without clear business objectives, enterprises will lose the direction of struggle and employees will lose the motivation to work. Set different goals according to different situations, such as long-term, medium-term and long-term short-term goals. The specific implementation of these goals requires the active participation of employees.
Second, formulate reasonable rules and regulations:
Without rules, there can be no square, people-oriented, and the system manages people. It has long been adopted by many enterprises, especially when making a reasonable salary plan. The salary of employees, that is, the distribution within the enterprise, is a sensitive point, because the salary can meet both the material needs and the psychological needs of employees. What we should advocate is to distance ourselves, be fair and reasonable, not engage in egalitarianism, better mobilize the enthusiasm, initiative and creativity of enterprises, and enhance the cohesion of enterprises.
Third, create a good environment:
1, find a new lighthouse.
Now many employees are confused because of unclear positioning, unclear goals and nowhere to go. They are busy for their livelihood every day, and their work becomes a kind of repetition. Your dreams begin to disappear, and your goals begin to blur. The way to have fun is to find a new lighthouse, just like a boat sailing in the vast sea, see the lighthouse indicated in front, aim at the target and go all out.
2. Find happiness from the heart.
3. Find happiness in action.
4. Find happiness in cooperation.
A happy mood comes from the working environment. A United working team can stimulate people's initiative, and a boring working environment can easily discourage people. How can I make myself more popular? A, don't just care about yourself. The greatest satisfaction of self-esteem comes from others' respect for themselves. Helping others is helping yourself. B, take more good information and share it with others. We often judge whether a person is interesting by his speech, and speech is the main channel to show your personality charm. C, pay attention to repair the relationship. There will be conflicts between people for many reasons, some because of different work plans and some because of improper expression, but whether intentionally or unintentionally, this will obviously affect interpersonal relationships. Many things can be rebuilt through your positive thinking.
5, looking for happiness in charging
Do you feel that your professional knowledge can't keep up at work? If you want to do better in this position, you must let yourself accept new knowledge. Accepting new learning can not only make you more powerful in your work, but also make you feel young and energetic in your study, which is different from boring work. You can also meet new friends during your study. It is a pleasure for you to return to the familiar classroom after leaving school for many years. Of course, it should be reminded that charging should also be planned, and blind learning is not advisable.
6. Find happiness in balance
Life and work need a balance. When the work is finished, should I go home to see if I miss my parents day and night, or do 35 people travel to a city or place that I really want to go, or do something that I don't have time to do during the holiday? In short, you can have more energy to deal with new jobs and accept higher-level challenges after a full rest.
Generally speaking, an enterprise cannot only have material encouragement, and necessary spiritual encouragement is also indispensable. The measures to improve the enthusiasm of employees are a systematic project, and the ultimate goal is to promote the sustainable and healthy development of enterprises. Therefore, employees should not be regarded as tools at any time, and personal interests should not be sacrificed for the benefit of enterprises. When employees truly feel that their interests are closely related to the enterprise, their enthusiasm will be mobilized, and any simple and rude method can only achieve the opposite effect.
How can we give full play to the consciousness and enthusiasm of employees? Be sure to pay more attention to employees with good work attitude (such as commission). We must pay attention to their living conditions. We have to be a humanized boss to win people's hearts. Naturally, everyone likes to work for you. Don't always be harsh and strict. It doesn't work at all. On the surface, I'm afraid you're upset ... I hope you can become a successful boss ~ ~ Good luck.
How can we motivate employees? Style motivation
Dedicated, fair and upright leaders can effectively urge subordinates to perform their duties and complete their tasks. "its body is right, but it does not make; His body is not right, although he does not obey. " Moral construction is the most basic organizational construction, and leadership style plays a decisive role in it.
Horizontal excitation
Leaders' knowledge level and work ability are important manifestations of leadership level, and top leaders can have strong non-power influence and enhance the cohesion of the organization.
Emotional motivation
Emotional needs are the most basic spiritual needs of people, so leaders should be willing to invest in emotions, attach importance to interpersonal communication, establish emotional ties, and enhance the emotional integration between employees and leaders. Once the emotional connection is established, employees will treat the tasks assigned by leaders as emotional compensation quickly and with high quality, and even ignore material factors such as wages and bonuses. To establish emotional connection, leaders must change their condescending work style, change one-way work communication into all-round three-dimensional communication, and establish new leadership behavior patterns in extensive information communication, such as interpersonal communication and entertainment communication. Leaders will gain a lot of valuable ideological information and enhance mutual trust in this unconstrained and employee-free communication.
Appreciation incentive
The principle of social psychology shows that all members of society have a sense of belonging and hope to be recognized and appreciated by leaders and become an indispensable member of the group. Appreciation and encouragement can better meet this spiritual need. For a talented and ambitious employee, it is better to give him a chance to display his talents and let him make a difference. Therefore, leaders should know people and be good at their duties, create the best possible conditions for talented people to realize their self-worth, and give positive comments on employees' intellectual contributions, such as suggestions and criticisms. Positive evaluation is also a kind of appreciation, which can also meet the spiritual needs of employees and strengthen team consciousness.
How can we motivate employees? The combination of kindness and prestige in China's traditional culture is an example of reinforcement theory. The essence of administrative orders and ideological mobilization in the planned economy period is to strengthen the combination of theory and spiritual encouragement; Since the reform and opening up, material incentives have been widely used. These incentives have both successful experiences and failed lessons. For example, material incentives are misused and exaggerated, and as a result, they think that incentives "have no other good prescription". So, how can theory better guide practice? I. Premises and principles for managers to motivate employees 1. Find out the "family". Incentive theory reveals that the premise of effective incentive is to find out the actual needs of each employee, the expectations and valence of the future, and the evaluation of the current situation of fairness. 2. Take the lead in setting an example. If you want to inspire others, motivate yourself first; Require employees to strive for Excellence, and leaders must first have the determination and confidence to strive for Excellence. In this way, leaders can infect and inspire everyone with an invisible personality charm. 3. Justice. Justice means fairness and reasonableness, requiring leaders to treat employees equally, and there can be no distinction between relatives and friends. Whether the leadership is fair or not has a fundamental impact on the enthusiasm of employees. 4. trust. Lack of trust in an organization will eventually be fatal. Trust in any kind of incentive measures depends on the trust of leaders in subordinates and the trust of subordinates in leaders. Trust is mutual, and the trust of the unit will not last long. In an environment of mutual trust, every employee will become an important worker. 5. Dialectical principle of material incentive and spiritual incentive. From the incentive theory of management, we can see that material incentive is the foundation and spiritual incentive is the key. Under the current economic situation in China, the demand for medical care has been basically solved, and the more and more important inducement should be spiritual attraction. At the same time, we should not ignore the exposition of incentive measures in fairness theory. Leaders should pay attention to the fairness of material interests and spiritual treatment, otherwise it will affect the enthusiasm of employees. 6. Comprehensive application principle. There is no better or worse between any two incentives, only whether it is adapted to local conditions. The actual process of motivation cannot be completely realized by one method. In a certain period of time, there are always some incentives to maximize the effect, but other incentives are not excluded or needed. Therefore, in order to effectively mobilize the enthusiasm of employees, we must comprehensively use various incentive measures to overcome the singleness. Second, flexible use of methods and skills to mobilize the enthusiasm of employees Brech mentioned in his book "Management with Care" that employees in modern society mainly want three things: meaningful work, opportunities to contribute to influencing their decisions, and good interpersonal relationships. In addition, we are also facing special national conditions such as social transformation, one-child work and personality development. In order to arouse the enthusiasm of employees, we must use incentive methods in a timely, appropriate and comprehensive manner in view of these universality. 1, democratic management, not being a ruler. The image of the ruler will arouse the dissatisfaction of the workers and will inevitably affect the enthusiasm of the workers for a long time. The way to overcome it is democratic management, and create the realm of "everyone working together". For things that affect everyone, such as the development priorities of the office, the unsatisfactory places at present, and even the division of projects within the office, you can ask for your opinions anonymously, so that everyone has a sense of mission of "participating in it". Effective participation can not only brainstorm, but also stimulate the enthusiasm of employees in a democratic way. 2. Adult success. Abandon the traditional way of combining kindness and kindness, encourage everyone to become talented and achieve their career, and meet everyone's high-level needs to realize their self-worth. Among them, the bold use of cadres is a measure to promote adult success, which is one of the concrete manifestations of the trust principle. The key lies in "employing people without doubt", fully trusting employees, boldly using them, and letting subordinates undertake challenging work, which is a powerful incentive means. As the saying goes, "there is pressure to have motivation", which just illustrates this truth. Boldly using cadres is an artistic "pressure". But trust does not mean laissez-faire. Leaders should be clear about when, what and under what circumstances to report to their subordinates. 3. Motivation in communication. The incentive effect is generated through communication, and the first thing is to respect employees. Modern people are eager to be respected, and as employees, they want to be appreciated. Respecting them is their greatest appreciation. The method of respect is to achieve the five requirements that don't need to be said when getting along with subordinates: pure listening, no criticism, accepting differences, no criticism, affirming their unique personality, looking in the right direction, and telling them your true thoughts with your heart. If you can do these five things, you will feel respected and even taken care of conveniently. If ordinary people feel that they are greatly respected and valued, they will not only do things sincerely, but also use their brains. Praise employees appropriately in communication. This not only affirmed his work, but also promoted the harmony of interpersonal relationship between the two sides. More importantly, it can inspire him to consciously exert his talents. The secret of praise is that it is better to praise the other person's past achievements than to praise himself. Praising the established facts has nothing to do with the depth of friendship, and it is easier for the other party and other employees to accept it and avoid the suspicion of differences between relatives and friends. Good at listening. An employee who feels wronged by his unfair treatment can imagine his enthusiasm for work. You just need to listen carefully to this communication. There is only one secret: don't tell, or don't tell. When he has finished talking, his mood will be much calmer, and you can even solve this matter without doing anything. 4. Introduce competition mechanism. Competition is the driving force of social progress, and leaders should be good at introducing competition mechanism into internal management, stimulating employees' internal motivation and improving their own quality. Assessment is a competitive mechanism that we usually use. It directly guides the direction and intensity of employees' enthusiasm by presupposing the contents and methods of assessment. However, leaders should be good at introducing competition mechanism into internal management, stimulating employees' internal motivation and improving their own quality. Assessment is a competitive mechanism that we usually use. It directly guides the direction and intensity of employees' enthusiasm by presupposing the contents and methods of assessment. But any kind of competition mechanism must do two things well: first, competition must be fair, open and reasonable, otherwise it will be counterproductive; Second, we should grasp the degree of competition and emphasize cooperation while competing. Otherwise, it will become a struggle for power and profit, tearing at each other. 5. Solve the worries of employees. The worries of employees mainly come from family, and it is impossible for an employee with worries to devote himself to his work. As a leader, what you need is to know the changes of employees' "backward care" in time, such as children going to kindergarten and family members getting sick. For employees with financial difficulties, in addition to routine spiritual comfort, they should also be given some financial help. A case that can effectively solve the worries of employees can win the hearts of the people. 6. Innovation incentives. Innovative work is an arduous mental work. With the reform of China's distribution system, its incentive mechanism is mainly material reward (supplemented by spiritual encouragement). Those who have made great contributions to this work should be rewarded. "The operation is wonderful, but we are United as one", and any management problems should be analyzed in detail. Limited to our own knowledge, we can't combine the methods and skills of motivation, and our views are only for criticism. But I believe that it is not difficult for a leader to effectively mobilize the enthusiasm of employees as long as he practices the premise and principles of motivation and flexibly uses the methods and skills of motivation.
How can we improve the enthusiasm of employees? Whenever chatting with friends who hold leadership positions in enterprises, most people feel that "it is too difficult to manage enterprises well", especially complaining that employees are not enthusiastic and have no enthusiasm. It is said that in order to manage a good enterprise, some entrepreneurs are on the run all day, and some even die young and have no ambition. Most people who feel "tired" in enterprise management are "hands-on" or pursuing "perfection", for fear of such and such problems in enterprises, while subordinates are indifferent or even insensitive. The more so, the more often enterprises smoke everywhere. Either there is a problem here or there is a problem. If you don't handle it yourself and don't feel at ease, the leader will be extremely tired and the effect will not be great. Sima Guang, at the beginning of the book "Learning from each other", said: "The husband is a big country, and one person is under the rule of the people. Although he has unparalleled strength and wisdom, he must run and serve ... ". In many units, the leadership is also aware of the importance of employee enthusiasm. In the past, some people used simple didactic ideological education methods. As a result, in the face of the new social situation, it seems inadequate; Some people learn from western management experience, engage in material * * *, and give bonuses indiscriminately. It turned out to be counterproductive. Not only has the enthusiasm of employees not been mobilized, but it has caused psychological comparison and interpersonal contradictions among employees. It seems that the key to work is management, the key to management is to manage people, and the key to managing people is to mobilize people's enthusiasm. Mobilizing people's enthusiasm is indeed a complex and ancient problem, and to mobilize employees' enthusiasm, it is important to stimulate employees' internal work motivation. This is the basis of employees' work enthusiasm, the pursuit of every manager, and an important determinant for enterprises to achieve their value goals. This paper will discuss the factors that affect the enthusiasm of employees from many aspects of management, and put forward effective measures to mobilize the enthusiasm of employees from the aspects of leader temperament, work atmosphere and employee self-motivation, so that managers can keep pace with all employees in happiness and actively move toward the same goal. What is enthusiasm? Psychology regards enthusiasm as a dynamic expression of behavior in the state of psychological activity. It includes various psychological components such as cognition, emotion and will in an active state, which makes people's intelligence, physical strength and ability exert their greatest vitality and become the driving force of human behavior. So how is people's enthusiasm formed? Psychologists' research shows that people's positive behavior has its formation law, and from its psychological mechanism, it consists of four stages: need-→ motivation-→ behavior-→ goal. It can be seen that need is the basis and source of people's positive behavior. Driven by demand, people have motivation, which leads to human behavior. At the same time, goals, as a high-level reflection of action results, can promote the transformation of people's needs into motivation and play a guiding and inspiring role in people's behavior. Need, motivation and goal are the main factors that constitute people's psychological motivation for positive behavior. The higher the demand level people pursue, the clearer the goal and the stronger the motivation, the greater the internal motivation of their behavior, and thus the higher and more lasting their work enthusiasm. Therefore, we should be good at stimulating employees to have high-level needs on the basis of meeting their basic needs. It is the most important and best way to motivate them to set achievement goals, so as to realize the concept of "work motivation, work motivation". The so-called motivation is to stimulate people's motivation through certain * * *, so that people have an internal motivation to move forward towards the expected goal. How to use the incentive mechanism to mobilize people's enthusiasm and do a good job is not only crucial to the rise and fall and development of enterprises, but also the main responsibility and necessary management quality of an effective leader or manager. First, the theory of meeting the basic needs of employees divides people's basic needs into five levels from low to high. Namely: physiological needs, security needs, social needs, respect needs and self-realization needs. Among them, physiological needs, that is, the material enjoyment needs to ensure human survival, such as clothing, food, shelter, transportation, medical care and so on. Only when this most basic demand is met to the extent necessary to sustain life can the remaining demand become a new incentive factor. Safety requirements, that is, personal safety, labor safety, occupational safety, property safety and so on. After the above-mentioned physiological needs are relatively met, the safety needs will be manifested. Social demand is that people are willing to establish friendship, eager for support and friendship, and hope to belong to a certain group and be accepted by the group and society. The need for respect means that everyone has the need for self-esteem and respect, wants to gain fame or prestige, and wants to be recognized when making achievements. The demand for self-realization is the highest level of people's most basic needs. This demand means that people want to complete the work commensurate with their own abilities, so that their potential abilities can be brought into play. From the perspective of managers or leaders, only by mastering people's needs can we actively create conditions to meet people's needs, guide them purposefully, and do a good job in management, so as to stimulate people's enthusiasm. Second, knowing people and being good at their duties means understanding the moral integrity, character and style of subordinates. Although we live together day and night and work in the same department of the same unit, even the same person's ability will vary from time to time because of their different qualities and talents. Some people are decisive and resolute, but they can also be impatient. Some people are resourceful, gentle and amiable, but indecisive ... As leaders, we must make full use of their strengths and avoid weaknesses according to their characteristics. Let the tiger go up the mountain and the dragon go into the sea. The other side of knowing people and being good at their duties includes being willing to be bosom friends. Caring for subordinates, satisfying their psychological and emotional needs, and actively helping subordinates solve practical difficulties are important ways to mobilize their enthusiasm for work. "Take a scholar as your confidant", understand, care, trust, tolerate and respect people, and deliberately create a comfortable environment, which is easy to produce rational resonance and emotional echo between people. Therefore, as the most direct boss, we should often talk with our subordinates, praise and congratulate them on their achievements in time, care for and comfort them when they are frustrated, and solve the contradictions among colleagues in time, and strive to create a happy, tolerant, understanding and friendly atmosphere to get rid of the embarrassing predicament. In short, we should consciously engage in emotional input in getting along, give people a feeling of approachability, let everyone realize the warmth of the group, relax the "reins" of management appropriately on the premise of stressing politics, righteousness and principles, respect and trust people, and give subordinates the same psychological satisfaction. As a leader, you don't trust this, and neither do you. If you are a son and grandson, you will be ungrateful and busy. Smart people know the art of delegation, and different people have different opinions. They are good at breaking through the encirclement of complex affairs and truly handing over the power of decentralization to subordinates, so as to give full play to their abilities, enthusiasm and creativity. On the one hand, it will give colleagues some autonomy and a place to play their talents; On the other hand, it will greatly stimulate their trust and enthusiasm for their work, so as to perform their duties, gain wisdom and achieve their goals, and also enable them to concentrate on doing great things and plant "responsibility fields." Three. Creating a Harmonious Environment Due to the different personalities, experiences and division of labor of the staff in the work unit, contradictions and disharmony will inevitably occur in the work, which requires leaders to be good at standing at the height of the overall situation, fully carry forward democracy, listen to different opinions extensively, advocate "harmony" with subordinates, do a good job in unity, enhance cohesion and centripetal force, and give full play to the overall role. However, advocating "harmony" with subordinates is not a simple unprincipled reconciliation. On the contrary, when it comes to democracy, centralism and criticism. Only "harmony" without "unity" is liberalism, and only "unity" without "harmony" is paternalism. To this end, in the specific work, we should sing "harmony", respect and support each other between deputies and comrades, discuss things more and have more ventilation when meeting, and consciously achieve "internal cooperation, external cooperation and mutual support". Strive to play the internal "concerto" well, make overall plans, concentrate in time, make bold decisions, and truly achieve affordability, release, spread and unification. In the dialectical relationship between "harmony" and "unification", we should also attach importance to an educational issue, adhere to the learning system, guide people with correct theories, inspire people with advanced deeds, and warn people with negative examples. At the same time, we should dare to criticize the shortcomings and mistakes of our subordinates, which is the requirement of sincerely caring for our colleagues and earnestly performing our duties. However, criticism must master ways and means, pay attention to discretion and environment, distinguish different objects and take different forms. When criticizing, we should also consider the situation and attitude of the criticized person. If the other party can't accept it for a while, it is necessary to ease the atmosphere in time, and the attitude of criticism should be sincere, not sarcastic or sarcastic. If criticism is wrong, we should dare to admit our mistakes and remove obstacles to promote unity. Fourth, through the help and promotion of management, it is the common psychology of ordinary people to pursue progress and aspire to success. As a leader, we should always care about the progress and growth of our subordinates and try our best to help them develop upward. It is wrong and short-sighted to be afraid of "extramarital affairs" and brain drain, or to take self-interest as the starting point and not provide colleagues with opportunities to display their talents. A leader who "opens a shop in Wu Dalang" can hardly get his colleagues to devote themselves to their work. Therefore, we should try our best to make them feel the enthusiasm and enthusiasm of leading and supporting talents. Only in this way can our subordinates give full play to their work enthusiasm and creativity, and Qi Xin works together to think about what he wants. In the process of helping comrades make progress, everyone can establish a sense of collective honor, actively put forward ideas and suggestions for each specific work, and form a working atmosphere of the unit that is not afraid of difficulties and hardships, so that personal conscious work spirit can be dissolved in the overall work of the unit like salt in blood, and management intention can be dissolved in the conscious actions of comrades. 5. Make good use of incentives. Incentive methods should vary from person to person, be flexible and diverse, and adapt to the needs and pursuits of people of different ages, hobbies, departments and positions. This is an effective way to arouse people's enthusiasm. One is to adopt different reward methods. Managers should adopt different reward methods according to the similarities and differences of people's advantage needs, and strive to make each reward suitable for different people's advantage needs and improve the incentive effect. Second, the incentive methods should be flexible and diverse. The influence of incentive mode on employees' psychology does not depend entirely on their economic value or the level of spiritual encouragement, but on their individual differences and group atmosphere, and on whether a certain incentive mode meets the explicit needs of the vast majority of employees. Therefore, enterprises can adopt different incentive mechanisms according to their own characteristics. For example, we can make use of work incentives, try to put employees in suitable positions, and rotate jobs when possible to increase the freshness of employees, thus giving them greater challenges and cultivating their enthusiasm and enthusiasm for work; Secondly, participation incentive can form employees' sense of belonging and identity to the enterprise through participation, further meet the needs of self-esteem and self-realization, stimulate employees' enthusiasm and creativity, and further develop the enterprise. Third, managers should organically combine material incentives with image incentives. Giving bonuses, commodities, promotion and salary increase to advanced model figures can certainly play a certain role, but visual incentives can make the incentive effect last and strengthen. In short, in the tide of market economy, how to use incentive mechanism to mobilize people's enthusiasm is a new topic for leaders and managers to study and discuss. Only by making full use of the incentive mechanism can we better promote the effective operation of enterprises, improve their competitiveness and even their viability, reward diligence and punish laziness, and tap their internal potential. Only by making full use of the incentive mechanism to arouse the enthusiasm of employees, improve the quality of enterprise members, improve their business skills and maintain strong enthusiasm for work can enterprises develop healthily and rapidly.
How to improve the enthusiasm of rambling employees 1, and set up performance appraisal, so that they feel that they are working for themselves and gradually have enthusiasm.
2. Make him feel a sense of crisis. If he doesn't change under the guidance of a sense of crisis, we shouldn't leave this employee.